Search Results - opportunities

Comment on: Topic 'Looking for a Recruiter Who Can also Assist HR': work ethic demonstrates a professional demeanor and a positive attitude. I am assertive, disciplined, and take pride in myself and everything that I do. I am confident that I can bring effective leadership to your company. If I can provide you with any additional information, or if you would like to schedule an interview, please feel free to contact me at vinehead@sbcglobal.net. Thank you for your time and consideration in reviewing my resume. I look forward to hearing from you. Cordially, Sundi SUNDI MARTIN 466 Blue Jay Lane, Santa Cruz, CA 95065 (831) 234-2821 vinehead@sbcglobal.net OBJECTIVE: Seeking a challenging recruiting position that will allow me to utilize my skills and experience. SUMMARY OF QUALIFICATIONS • Ten plus years experience recruiting for high tech industries including but not limited to, Internet, software, hardware, semiconductor, wireless data communications and animation. • First on-site recruiter for 3 start-up companies. • Worked closely with and reported to all levels of management. • Highly professional, detail oriented, organized and enthusiastic individual with the ability to prioritize and meet deadlines. • Effective customer service/client relation skills with the ability to establish and maintain customer and candidate rapport. • Proficient in Windows 95/98, MS Office 97/2000, MS Outlook, PeopleSoft, and other application software. AIRS training and Advance Internet Recruiting. • Owner of three businesses in Santa Cruz, Annamaria’s Vineyard, Moulin Rouge and Henflings. PROFESSIONAL EXPERIENCE Duran Human Capital Partners, Campbell, CA Technical Recruiter, 4/08 – 8/08 • Client: Yahoo • Recruiter on such positions as Java developers, Front-end web developers, PHP and Java programmers. Sr. QA Engineers and Sr. Software Engineers. • Utilized Boolean searches, job-boards and on-line networks. • Spoke with candidates and interviewed, for high end engineering positions. • Attended on-site meetings with hiring managers, and recruiters at Yahoo to go over resume flow. Client: Avago Technologies • Recruiter on such positions as R&D Electrical Engineer-Hardware, R&D Product Engineer, Optical Mechanical Engineer/Process Engineer, Optical Transceiver Engineer, and RF Product Engineer. Oxford & Associates, Campbell, CA Corporate Recruiter, 4/07 – 4/08 • Handle nationwide recruiting for a talent-driven consulting company providing individual consultants, project teams and strategic outsourcing services to clients in a wide range of technical industries. • Primary responsibilities are outbound recruiting involving identification and recruitment of experienced Sales Associates and Recruiters. Recruiting for Northern California, East coast and Midwest offices. • Managing full recruiting lifecycle, handle all sourcing and posting from the internet. Schedule interviews with hiring managers. Work closely with the Regional VP of Sales. Naviscent, San Carlos, CA Staffing Manager, 9/06 – 4/07 • Worked with experienced design team partners and clients ranging from Fortune 100 and Global 2000 companies (w/start-up enterprises) • Designed websites, sub-sites, web-applications, web interfaces, and improved process flows. • Provided full sourcing, pre-screening resumes and candidates for Software Engineers, Java Developers, Web Programmers, Web Designers, Web Developers, Interaction Designers and Usability Researchers. • Prospecting and cold called professional candidates. Scheduled interviews and negotiated offers with candidates and the founder of the company. Dole Fresh Vegetables, Inc. – Salinas, CA Contract Recruiter, 3/05 - 9/06 • Sourced and recruited for Warehouse Supervisor, Maintenance Supervisor, AS/RS Systems Technician, Operations Manager and Production Supervisor. • Extensive prospecting and cold calling. Scheduled interviews with the Sr. Recruiter. Negotiated salary with candidates. Moulin Rouge, Capitola, CA Retail Business Owner, 1/04 – 09/06 • Responsible for all aspects of running an independent women’s retail store. • Duties included opening and closing the store. Working closely with fashion vendors and buying merchandise. Store displays, stocking and pricing all merchandise. • Responsible for hiring, terminating, and scheduling staff. Trained and motivated employees to maximize sales. Other aspects included advertising, marketing, inventory control and high level of customer service. Kula Consulting – Santa Cruz, Client Service Manager, 5/03-12/03 • Responsible for marketing clients in Southern and Northern California, in order to obtain job requisitions for high-end accounting and finance positions. • Extensive prospecting and heavy cold calling. Recruited and interviewed senior level accounting and finance professionals. Selling qualified candidates to decision makers. • Scheduled interviews and phone screens with hiring managers. Negotiated fee agreements and salary ranges with the hiring managers. • Conducted reference checks and background checks. Advertised and posted on the Internet for potential candidates. McCue & Associates Staffing, San Jose, CA Consultant Recruiter, 7/02 - 12/03 • Recruited, screened, and interviewed candidates for various technical assignments with prominent companies in the San Jose area. • Focused recruiting efforts on Software Engineers, Hardware Engineers, Web Programmers, Product Marketing Manager, Technical Sales, Human Resources, Finance, Accounting, Director Engineering and VP Engineering. • Negotiated salary requirements and contract rates between clients and candidates. Interfaced with managers to define recruitment needs including, technical requirements to find the best candidates for the position. • Developed and implemented recruiting and sourcing strategies for the Internet job posting searches, research lists, and newspaper ads. • Assisted managers with preparation of offers and handle the close of new hires. Cadence Design Systems, Inc., San Jose, CA Contract Senior Technical Recruiter, 7/00 - 5/02 • Responsible for recruiting technical professionals within the area of Research and Development. Sourced, recruited, interviewed, and filled requisitions. • Worked closely with hiring Managers and the Director of R&D. Provided highly skilled candidate resumes for positions such as Senior Engineering Managers, Physical Verification Engineers, Design Engineers, Senior R&D Program Managers, Software Engineers, and Technical Writers. • Advised and consulted with hiring managers to negotiate salaries, stock options and sign on bonuses for candidates. • Coordinated and participated in job fairs, open houses and alumni events. Newhouse Consulting, Santa Cruz, CA Contract Technical Recruiter, 1/00 – 7/00 • Sourced, qualified and recruited for client; Seven Mountains, a Pre-IPO Software start up company located in San Francisco, CA and Boston, Massachusetts. • Disciplines included Software Developers skilled in Java and C++, Quality Assurance Engineers, Sales Engineers, Technical Documentation, Technical Support, HTML/XML Programmers, Product Marketing Managers and Channel Marketing Managers. • Worked closely with hiring managers to discuss status of candidates and needs for new requisitions. • Negotiated salaries and fee agreements while conducting reference checks. • Utilized research and posted openings on the Internet to generate new recruiting leads. Sourced resume databases such as: Dice, Monster, Hot Jobs and Headhunter. On Radio, Inc., Scotts Valley, CA Technical Recruiter/Staffing Consultant, 7/98 – 12/99 • Sourced, screened, and recruited skilled professionals such as V.P. of Engineering, Software Engineers, Web Developers, Web Designers, Unix System Administrators, Product Marketing Managers, VP of Advertising, Sales, Network Account Managers, and Advertising Traffic Managers. • Met with hiring managers weekly to review resumes and discuss status of candidates and needs for new requisitions. Utilized Internet as a sourcing tool. Participated in interview process and conducted reference checks on candidates for potential employment. • Performed background checks, negotiated salary packages, advised hiring managers on salary, and presented offers. • Participated in recruitment advertising strategy meetings. Provided various recruiting reports for executive staff. • Established policies and procedures for company employee handbook to assure compliance with federal and state employment laws. Resolved and handled immigration and visa issues. Proquest Inc., Sunnyvale, CA On-site technical recruiter, 3/97 – 7/98 • Worked on site for various companies within the Silicon Valley. • Provided a full range of technical recruiting for permanent placement positions including Software and Firmware Development, SQA, Graphics and Multimedia Designers, Animators, Programmers, Technical Writers, Technical Marketing, NPI Engineers, Manufacturing Engineers, System Administrators and Oracle Developers. • Met with hiring managers weekly to review resumes and discuss status of applicants and needs for new requisitions. • Attended technical job fairs and recruitment seminars. • Utilized Internet and internal referral program as effective sourcing tools. EDUCATION BA – Women’s Studies University of California Santa Cruz…; Added by Sundi Martin at 7:23pm on October 9, 2008

Comment on: Topic 'New tools for recruiters': either. The new Contacts, do have integration with other channels. - which is what makes them a fantastic tool. You can upload your gmail contacts, yahoo, etc. Some people have integration with FB and Twitter. There are tags, locations, etc. - it just sounds you to see them on your screen? There's search as well: Also, there's no need to pay for auto-updating, since each "source" has a "refresh" data which will trigger updating. If you really want so export, you could use a tool like Outwit Hub and get some data parsing and export (a junior software engineer should be able to write some javascript code to do that). The absolutely amazing thing is that we can search across this data, integrated into linkedin by the new "contacts" by bringing in gmail and other contacts. These searches will get find lots of LI data that we couldn't find before. Systems like TalentBin, Dice.com's OpenWeb, Entelo.com, Gild.com and HiringSolved.com are not able to do anything of this caliber. The main reason is that LinkedIn will get unhappy as soon as its data is mass-scraped and is used in other businesses. All of these systems try to include "some" linkedin data - but the truth is, the best they can do is dynamically lookup using a name. They may be also trying to accumulate some public profile data through Google's index data, but they all know it's dangerous. Roni Zapin said: Thanks Irina. As I stated in my first post, I was using the predecessor to the LinkedIn Contacts which was ConnectedHQ. This service allowed you to import all of your contacts from everywhere, and then update them with LinkedIn information. You could then, tag them and export them with tags, location, company name and title. You could mail them using Mailchimp or Constant contact.. Then, LinkedIn bought them, and it became the NEW LinkedIn contacts and now you have no integration with email vendors and when you export you can only get all of your contacts (not segmented) nor with tags, location, company or title (even though you probably imported most of that information to begin with!!)... This has been one of my pet peeves for the better part of a year now... and I have yet to find a solution to this.... If anyone can help me here, please let me know... I looked at Glenn's suggestions and while they are great systems, they seem to be geared more towards medium to enterprise companies.... Looking for something reasonably priced for the small shops. I have spoken with a number of small shops that are looking for the same thing... Again, not an ATS, but a CRM - passives/contacts combined with your candidates that you can stay updated on their current company/title/location and be able to sort/search and contact them when you have a suitable opportunity... Thanks!!!!Irina Shamaeva said: @Roni, Take a close look at the new LinkedIn Contacts. They are free for all and provide this desired functionality (similar to the expensive Talent Pipeline), big time. It's just a well kept secret at this time that they do. Here are some details http://booleanstrings.com/2013/06/11/5102/Roni Zapin said: Thanks Glen. I actually pay for LinkedIn Talent whatever they call it now (it was called something else when I started and I have migrated over when they launched the new platform). I also have a Basic LinkedIn personal account where I can connect to people. You cannot merge the info between these.. so while I can get job change updates on my 1st level connections sent to me daily from my personal account; my notes, resumes and tags and ability to send inmails are on my Talent account... Plus, even though I have and continue to upload data to the Talent account, you cannot export data from there, like a mailing list or your tagged candidates. On the personal account, now, when you do an export, all you get is name and email, where in the past you had gotten location and tags.... I guess what I am saying here, is I continue to import info and can't get anything out (from linkedin) and pay for the privilege of doing so... Unless I am not seeing something here, and please if I am wrong someone let me know... Glenn, I will look at the others you mention, as I have not yet.. One vendor told me their "get around" the linkedin API is to send a note (from the person signing up for their system) to each of their contacts asking them to give permission for their service to get updates from linkedin.. Glenn Gutmacher said: Roni, it's not exactly that LinkedIn "takes away elements" to do things, but they tend to migrate the really useful functionality to their paid platform. For example, re: your wishlist item of being able to auto-update your ATS (and other) contacts when they change jobs, search them via location, etc., LinkedIn offers that at no extra charge via Talent Pipeline -- but it is functionality that's only available to those with a LinkedIn Recruiter seat (approx. $7K/year). Besides the ones you mentioned and TalentBin mentioned by Irina, also look at Dice.com's OpenWeb, Entelo.com, Gild.com and HiringSolved.com. They (and an increasing number of other vendors) are applying algorithms to consolidate proliferating social data into individual people profiles and then giving you personal folders where you can store and tag candidates, email capability, and other CRM functionality. You'll see this topic discussed more and more in upcoming industry conferences, blogs and in forums like this. I recommend you also follow people like John Turnberg (who will present on Big Data in recruiting at October 2013's www.RecruitingTrends.com conference and Dave Mendoza (who consults in this space - see www.sixdegreesfromdave.com). …; Added by Irina Shamaeva at 6:15pm on July 13, 2013

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Topic: Meet Australia's Greg Savage, Aquent's International CEO – Europe and Asia Pacific: eries please click here. "The movement of marketing and advertising to digital and interactive platforms will drive the demand for staff in this sector ... Job boards will become less effective and social media will increasingly play a role, although that is to be fully worked out yet. We believe specialization and depth of knowledge will be a key differentiator in the recruitment market and we are building our business accordingly." • RecruitingBlogs Profile • Linkedin • Twitter • Company Website • Personal Blog • Personal Causes: The LBW Trust – fostering education for underprivileged young people in Zimbabwe and South Africa. • Office: +612 413838823 • Personal Email As Aquent's International CEO – Europe and Asia Pacific, Greg Savage contributes total strategic, marketing, financial and operational responsibility for all Aquent Business outside North America. Currently comprises 23 offices in 13 Countries in Europe and Asia Pacific. Greg has been involved with the premier recruitment Industry body in Australia — the RCSA. Greg has spoken at industry conferences all over the world including at least 20 RCSA conferences in addition to NAPS in the US and ACCESS in Canada Q&A with Greg Savage Six Degrees: Tell us of your home world. I was born in Cape Town, South Africa and immigrated to Australia 30 years ago. I live on the North Shore of Sydney with my wife Bronwyn and three children Hannah (19), Nic (12) and Chris (9). I have traveled all over the world with my job, but that does not dampen my enthusiasm for recreational travel with my family. We like to take the road less traveled and often backpack or use local transport to get a real feel for a place. That does not stop us staying at the odd five-star resort when we can afford it, but highlights in recent years include traveling by train through eastern Europe, overland through Vietnam, by mini-van through Borneo to meet the Oran Utangs,, Japan via bullet train, across Jordan and Israel with just my 12 year old Nic, and only recently by truck through Zambia, Botswana and Namibia. I find it a total release from work stress, it brings our family close together and certainly my kids have a perspective on the world not found amongst many of their friends – in a good way We are a sporty family with my wife playing competition level tennis and my boys playing rugby, cricket and tennis. A highlight recently was the selection of my youngest son Chris in the Representative Under 10 cricket team for our district. Great celebrations. I can envisage him playing for Australia already… Six Degrees: How many years have you been in the staffing industry? Greg: I am a recruiting tragic. I got my very first job out of University with a Search and Selection firm, starting in January 1980, so I guess I am closing in on 30 years. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Greg: Digital/Interactive designers and technicians, Marketing specialists, especially online, and Print creatives Six Degrees: How did you get started as a recruiter? Greg: I fell into recruitment after finishing a degree in Psychology. In those days people talked about a career in “personnel management” (HR was not yet born as a title) and I went to a recruitment business to see if they could find me a job. The manager there said no client would hire someone with zero experience, but he was happy to give me a go! I worked in Executive Selection for Sales, Marketing, Finance and General Management jobs for three years. We sold search and retainers and what they called in those days “Advertised Selection” where we advertised in the press at clients’ expense. It was a great grounding and I learned how to sell value and process over price, an invaluable skill. I also learned to bluff because I was 22 when I started and most of my clients were in their 40’s. So were all my colleagues by the way. But at 25 I decided to travel in a Kombi van across Europe for six months with a friend. It was real odyssey and we visited 30 countries and travelled 25,000 miles. When the money ran out, I got a job placing accountants in Central London — Oxford Circus to be exact. It was a rough and tumble, highly competitive world, where speed was king and only the very strongest survived. I learned so much about urgency and fast matching and resilience and fast negotiation. I was then made manager of a permanent team of eight recruiters running the London West End business, which was my first supervisory role. Staying with the same company (now called Hays) I came back to Australia to run the Sydney office and was made a director of the company at age 27. IN 1987, when Hays bought our company, I left and with two others started my own business, Recruitment Solutions. We built this finance and accounting recruitment business to sales of $60 Million and offices all over Australia, finally listing the business via an IPO on the Australian Stock Exchange in 1997. I am still very proud of that business and its standards and efficiency and a testament to its quality was that dozens of our staff from those days now own and run their own successful businesses. That’s got to be a good thing right? In 2001, I joined Aquent, the world’s largest marketing and design staffing company as Asia Pacific CEO. In 2005, I was promoted to International CEO, which includes all Aquent businesses outside North America. This covers 20 plus offices in 14 countries. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Greg: When Hays, the UK conglomerate bought my employer, Accountancy Placements, in the mid 80’s it sparked off a chain of events that changed everything for me. The senior management team could not see ourselves as part of the new regime and we left and started our own company in 1987. This business eventually grew to one of the biggest in the country. As an owner everything changed including responsibility, risk, and financial security. Being a Director of a public company after we listed Recruitment Solutions in 1997 was not so cool. Answering to shareholders, beholden to share price and non-executive directors, meant I only stayed the minimum time in the business after the IPO. This freed me up to join Aquent two years alter which took my career in a fresh, new and International direction Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Greg: Sadly no, not one person. Certainly I have learned from many along the way and continue to do so. I often call on industry colleagues for advice and aspire to the strengths of people I know, but I have no one mentor to turn to, nor can I identify one or more people to whom I “owe it all”. I miss that fact actually. Six Degrees: Tell us about your position at Aquent: Greg: Aquent is the only global marketing and design staffing company. We are privately held so releasing numbers is not appropriate but we were recently nominated as the 85th biggest staffing company in the world and the largest Creative recruiter in the US. (Staffing Industry Analysts). My role is to manage the operations outside the US. This is a challenge because we are in 14 countries in Europe and APAC crossing many times zones, languages and cultural nuances. I currently manage through my team, 25 offices including 5 in Australia, 5 in Japan, 4 in greater China and 5 in Europe. Our big focus is in creative and digital contractors as well as marketing staffing. We have a strong perm business to complement the staffing operations. Staff numbers in my region peaked at 450 last year, although it’ss less than that now. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Greg: The movement of marketing and advertising to digital and interactive platforms will drive the demand for staff in this sector. Aquent is perfectly positioned to take the lion’s share of this market, as we have “owned” creative print staffing for more than 20 years. I also see a significant opportunity in contract staffing in the marketing arena as more companies get to understand the benefits of using a flexible model in this sector. Other changes that will impact our industry is a far more fragmented talent acquisition landscape. Job boards will become less effective and social media will increasingly play a role, although that is to be fully worked out yet. We believe specialization and depth of knowledge will be a key differentiator in the recruitment market and we are building our business accordingly. Six Degrees: Tell us about your broader involvement within the staffing industry: Greg: I have a long history of involvement with the peak recruitment Industry body in Australia — the RCSA. In fact I was Vice president of the RCSA for many years and sat on both the Ethics and membership committee. I was made a Life Member of the RCSA several years ago in recognition of services to the industry. I have spoken at countless industry conferences all over the world including at least 20 RCSA conferences but also NAPS in the US and ACCESS in Canada in addition to My current RCSA speaking tour. I have also spoken at several NPA conferences (some of my speaking engagements can be seen here) Six Degrees: Can you detail how the recession has affected your particular industry niche? Greg: The recession has had an impact on business in every country I am responsible for. Being in marketing, we may have been particularly hard hit. Permanent demand fell off markedly and temp has been affected too, but less so. We have taken the usual steps to reduce our cost base, but more importantly we are using this time to refine our processes, redesign our website, improve the customer experience and re define our strategic imperatives. As painful as the downturn has been, I am convinced we will emerge stronger than ever in the recovery. Recessions are a wonderful cleansing opportunity and the challenge is to be courageous and be prepared to innovate and refresh. Aquent cows can be lined up and slaughtered. Aquent is doing that now and its very cool. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Greg: Speaking at conferences has raised my profile significantly. As a result I am often asked for input from the recruitment press in Australia and elsewhere. My blog gregsavage.com.au has a high hit rate and this allows me a platform for opinions. I am recent to Twitter with only 400 followers, but I find it very powerful for driving people to my blog and my company website and also for announcing vacancies in my own business. As at least 80% of my followers are in marketing or recruitment, it’s a powerful audience. LinkedIn works for me too, but I have not been strong on actively seeking connections. People find me however and the network I have is very nicely defined within my area of interest. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t -- and how did that convert itself into a valuable learning experience? Greg: Oh dear. Many and varied. Probably the one that stands out most was when, in the hurly-burly world of placing accountants in the 80’s, when speed was more important than quality, I sent the resume of a young accountant TO HER OWN EMPLOYER. It was embarrassing and damaging and it shook me very much indeed. I have paid attention to detail on stuff I sent out ever since. I also once asked a client on what I thought was our first meeting whether he knew much about (my company). He replied that I had placed him in a job several years before. Embarrassment plus! In management, I have tried many things that have not worked but I firmly believe in still trying lots of stuff. Innovation and change is critical. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Greg: I am not a networking expert, but online I would advise people not mix their personal with their business networking. I have a face book account but I have no clients or colleagues as friends. I actually have friends and family as friends! This allows me to share personal stuff with the right people and not bore them with business matters. Linked in and twitter however is for networking and I think it important to keep them very targeted. Don’t chase connections or followers for numbers sake. Make sure you connect with people you want to do business with (or who are key influencers) or who can help you access people you want to business with. Don’t be frivolous in the social media conversations, don’t spam. Remember manners and politeness. Give as much as you take. Six Degrees: What is your next career goal? Greg: I want to lead Aquent to preeminence in marketing and design staffing across every market in the world where talent and clients need our service, and where we can sustain a highly profitable business. I want to lead a company that is innovative and dexterous, and where people are changed for the better by working here. I have no desire to take on more responsibility because what I have on is enough to stretch the most capable of individuals and certainly enough to stretch me, every day.…; Added by Dave Mendoza at 11:49pm on November 1, 2009

Topic: Creating a Green Recruiting Function: a/ (CHICAGO, IL) Lizz Pellet, CEO of EMERGE International, will be speaking at the onrec.com Online Recruitment Conference & Expo 2010, to be held at the Donald E Stephens Convention Center, in Chicago from September 14-16, 2010. Lizz’s deep knowledge of Employment Branding and the importance of Green Recruiting Practices will provide the attendees with the understanding of why it’s good to be Green, during her session Creating a Green Recruiting Function. onrec Expo 2010, with over 40 expert speakers in attendance, will provide a great learning, sharing and networking opportunity for all attendees. onrec Expo 2010 provides a thriving exposition hall packed with the latest tools and services to help your organization hire the best, and is highly regarded as the “must attend” recruitment event of 2010 where corporate recruiting practitioners and thought leaders will educate hundreds of attendees with cutting edge training (HRCI Credit pending) on innovative sourcing, screening and recruiting techniques and technologies. Running off of last year’s success, onrec Expo 2010 will bring together delegates and exhibitors involved in recruitment from around the world to share their common interests, provide a business driven networking environment, and stimulate discussions, debates, and beneficial partnerships. Session Description: It's good to be Green. That's what a lot of companies are finding, as they integrate environmentalism and sustainability into their corporate culture. Not only is environmentalism good for the community and the planet, it can help employees reduce waste and operate more efficiently. Companies tout their environmental initiatives in annual reports, core values, community activities and even advertising. Yet, companies often fail to leverage their environmental efforts in one key area: and that's recruiting, meaning they are missing a key opportunity - as studies show a commitment to environmentalism and sustainability can be a factor the most desirable candidates weigh when choosing an employer. This program will look at how employers can ensure their sustainability practices and employment brand are in line with their organizational culture and core values. Speaker Bio: Lizz is a Fellow from Johns Hopkins University and the Chief Culture Officer at EMERGE International. She is the author of the SHRM publication The Cultural Fit Factor, Creating an Employment Brand that Attracts, Retains and Repels the Right Employees, and has also written Getting Your Shift Together: Making Sense of Organizational Culture and Change. A dynamic educator, facilitator and master at business process re-engineering, Pellet is a certified national speaker and has presented over 70 professional learning sessions in the past three years, including well received webcasts for SHRM members - in addition Lizz is a known contributor to RecruitingTrends.com. About EMERGE International EMERGE International, founded in 1996 is a consultancy firm dedicated to assisting leaders in assessing, diagnosing and transforming their organization’s culture. Utilizing a validated Internet based cultural assessment tool, the Cultural Health Indicator™, their systemic approach for evaluating organizational culture and providing long-term solutions positions EMERGE International as the leader in the cultural assessment and organizational change process. For more information about EMERGE International, visit www.emergeinternational.com. About onrec Expo: onrec Expo is Onrec.com’s (the web portal for the online recruitment industry) annual international recruitment conference featuring a wide range of over 25 industry specific topics from more than 40 of the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the largest recruitment conference of the year: representing over 30 years of industry insight. A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com. Start onrec Expo 2010 by joining our great line-up of leading experts on online sourcing. Expand your understanding of the proven tools, techniques, and strategies to deepen your talent pool and optimize your sourcing channels, by attending the preconference Sourcing Summit: http://www.Onrec.com/conferenceusa/pages/sourcing_summit1 For an overview of all Onrec session topics visit: http://www.Onrec.com/conferenceusa/pages/session_descriptions For more information on all of the speakers participating at this event visit: http://www.Onrec.com/conferenceusa/pages/speakers For more information on the Onrec.com Online Recruitment Conference & Expo 2010, contact Anna Brekka at anna@Onrec.com or go to www.Onrec.com/conferenceusa…; Added by RD Whitney at 4:18pm on June 14, 2010